全面薪酬管理.ppt

* * * * * Case Study: State of Arizona Government $53,959 $54,988 $54,116 $44,065 SUMMARY OF TOTAL COMPENSATION COSTS The State would need to increase its total compensation by at least 22% to equal the market. * Concluding Remarks Total compensation calculations are a “snapshot” in time There are non-quantifiable aspects of compensation that employees value highly Training and development Career opportunities and job security Culture and environment Management and organization reputation The mix of pay and benefits may not reflect what employees value (regardless of costs) Employees at different life stages may value each element of total compensation differently * Quantifying Total Compensation For further information, contact: Elliot Susseles 202/833-6436 esusseles@ Questions? Doc#618040 Sub-Title (20 pt, Bold, Initial Caps, Black) Date (16 Pt., Initial Caps, Black, No Bold or Italic) PRESENTATION TITLE(24 PT, ALL CAPS, BOLD, WHITE) Client Logo DRAFT * * * * * * * * * * * * * * * * * * * * * * * * * * * * Elliot R. Susseles, Senior Vice President The Segal Company September 17, 2004 Copyright ? 2004 by The Segal Group, Inc., the parent of The Segal Company. All rights reserved. “Quantifying Total Compensation” * Why is Total Compensation Important? Lack of understanding of total compensation costs (among employers and employees) Need to communicate and educate employees on all the compensation that they receive (not just salary) * Policy Questions Is your total compensation structure: Competitive with the market? Aligned with your strategic plan? Aligned with your employees’ values? ? Defining Total Compensation ? Employees’ Perceptions and Values ? Quantifying Total Compensation ? Case Study—State of Arizona Discussion Outline * Defining Total Compensation IMPORTANT  QUESTIONS 1) What is the true cost of your total compensation? 2) What impact does each element have on satisfaction, retention, and recruitment? 3) What are the strengths and weakn